Making Good Teams Better
When Good Teams Go Wrong

 

Issue No. 8

 
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Clarity Team Tool -

Team "Health Check"

To make the most of a Team "Health Check" use a secure online survey adminsitration tool, such as SurveyMonkey®  or Zoomerang®.  This will protect the confidentialty and anonymity of your team members.  The summarized team results will provide useful  information about the areas of teamwork that need the most attention.

 

 Sample Team Health Check Survey Questions

=======================

To what extent would your team members AGREE with the following statements?   

 

q  We don't shut down opinions we disagree with - open debate is encouraged

 

q  Our Team Leader is skillful managing the interactions on our team 

  

q  We build on the ideas of others

 

q  It is clear which decisions belong to the entire team, and which belong to individuals on the team

 

q  Team members are aware of where responsibilities begin and end

 

q  Once a decision has been reached, our team commits to and supports the agreed upon action plan

 

q   Our team members are confident that others on teh team can/will deliver on what they are supposed to 

 

q  Periodically, we stop the action and reflect on "lessons learned" to assess and improve our work together

 

q  People on this team treat each other with respect

 

q  People on this team give each other the benefit of the doubt

 

q  People on this team effectively manage their emotions

 

q  Our team meetings are productive and well managed

 

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 Word count for this month's article: 744

 Approximate time to read: About 4 minutes

"That some of us achieve greatness is proof that all of us can achieve it as well"--
 
 Abraham Lincoln

 Missed Target                             

How's your team doing? Are you hitting your targets...  without leaving "dead bodies" in the wake? Do you sense trust, commitment and accountability from your fellow team members?  

 

 

If the answer is yes, fantastic - you're in an elite club!  

 

But if your team is like many others... sometimes (or more often than not) you feel "dysfunctional".  Not quite working on all cylinders... not cooperating or communicating well... not making decisions that stick.  Dealing with power struggles that exhaust and frustrate everyone.  Running on empty.

So, what makes good teams go wrong?  It's rarely a lack of technical skills.  Many good teams have all the experience and technical know-how they need.  But they tend to miss or ignore signals that suggest the rudimentary, essential elements of teamwork are absent on their team - and they are unable or unwilling to recognize how this dysfunction sabotages their efforts.

Don't be discouraged - the "team essentials" are all within your span of control. Challenge your team to watch more closely for signals of team trouble.

Smoke signals  

 

Three Signals That Spell Trouble... 

  

 

  

1.  Signals that Goals and Objectives are unclear:

There's confusion on the team.  Not everyone on the team can see the targets  they're shooting for.  They're tentative, or skeptical in their approach. They question any decision or call for action - you sense either reluctance or complacency.  

 

What to do?  Get the team on solid ground. Discuss:

  

q  What milestones have been reached? What milestones have been missed?

q  What major milestones are approaching, and what has to happen when?

q  What problems impacting timelines need to be discussed and resolved?

 

2.  Signals that Roles and Responsibilities are an issue:

 

There are either redundancies or gaps in efforts-- some actions are being "owned" by more than one person - and some actions are being missed altogether.   Priorities or expectations aren't aligned.   The team collectively doesn't know what each person contributes to the overall effort.  There's a power struggle over who owns a decision.

 

What to do?  Put all the cards on the table.   It's no surprise that when teams talk about what they need and expect from each other they are better equipped to integrate their work.  Have each team member answer

 

q  Based on the team's upcoming goals, what tasks do YOU need to complete in the next 6-12 months?

q  What other functions are you most dependent upon to reach your deliverables?

q  What decisions do you need to be part of? Informed of?

q  What do you need from other team members?

 

3.  Signals that relationships need attention:

 

Internal and external relationships are breaking down.  Some team members aren't viewed as reliable or trustworthy.  Conflict is avoided -or totally out of control.  People either tend to dance around issues-or just shut down. 

 

What to do?  Don't ignore it-- deal with it.   These kinds of issues are the "thornier" side of teamwork - but don't make the mistake of hoping the issues just go away.  Give the team direct data about themselves, and the issues.   

 

q  Conduct a Team "Health-Check" Survey, like the one in the sidebar.

q  Share the results with the team - and discuss solutions.

 

Not comfortable doing this...or do you worry that team members won't provide honest feedback?  Get help - have an objective, outside facilitator (contact me) administer the survey, help the team interpret the results, and take steps to mitigate problem areas. 

 

You can reinvent your team.  Think about it.  You're surrounded with technical and scientific excellence on your team - you just need better cooperation and team functioning.   If you watch for signals of dysfunction and address them, ensuring the basics of teamwork are covered... you're giving your team the best possible chance for success.

 

Need help?  Don't wait - call me today. I can help your team regain any or all of these foundational, and essential elements of your team's work.

 


 

More About Clarity

Simply put, Clarity helps companies meet their objectives faster by speeding up cooperation and team functioning
 
After over 30 years in the pharmaceutical R&D industry with one of the most respected organizations in the world, I now enjoy a rewarding consulting practice. I speak the language of R&D and understand quite well the challenges of matrix teams. I've helped build team environments from the ground up - my clients tell me this sets me apart from other consultants. 
  
I work with US-based and global teams, departments and organizations. Click here for more about

 

Till next time, all the best
Ruth Dubinsky
 

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